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SHRM-SCP Latest Exam Materials | SHRM-SCP Practice Online

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SHRM Senior Certified Professional (SHRM-SCP) Sample Questions (Q139-Q144):

NEW QUESTION # 139
Why is it essential that a company works hard to build a comprehensive diversity and inclusion program?

A. Because it is difficult to change deeply held beliefs, assumptions, and habits
B. Because it is necessary for building a positive company reputation
C. Because it has a direct impact on the company s prof itability
D. Because it helps employees and managers approach situations from different perspectives

Answer: A

Explanation:
It is important for a company to invest in a comprehensive diversity and inclusion program because the goal is to change deeply held beliefs, assumptions, habits, and processes, which is a difficult undertaking. If the company does not truly care about making these difficult changes and putting in the necessary effort, the initiative will not be successful. Further, the company will not be able to prof it from the advantages of a diverse workforce.

NEW QUESTION # 140
The senior management team agrees that one of the steps to address the performance issues is to update their current performance management system, which is based on annual reviews. The CEO tasks the HR manager with developing a new performance management system based on continuous feedback and regular check-ins with the employees. What is the first step that the HR manager should take?

A. Meet with the project directors to develop an understanding of what improvements they want to see as a result of the new performance management system.
B. Gather data, including the projected return on investment, to demonstrate the value of rolling out a new performance management system.
C. Develop a thorough communication plan to inform all employees of the upcoming changes to the performance management system.
D. Conduct a company-wide employee opinion survey to determine the reason(s) behind the junior developers, low performance.

Answer: A

Explanation:
By meeting with and listening to the project directors, the HR manager displays the relationship management competency. The first step is to understand the needs of the project directors to make sure that the new performance management system achieves their desired results. Conducting an employee survey is not a necessary step in developing a new performance management system. Communicating the change to the performance management system should take place after it has been developed. Because the decision to update the performance management system has already been made, there is no need to make a case for doing so.

NEW QUESTION # 141
In a meeting with the executive team, the CEO lays out the revised second phase of the change initiative aligning their day-to-day business operations with the company's vision of becoming a leader in corporate sustainability. The CEO asks each department head how they will support the upcoming changes. What contribution can the CHRO make?

A. Review the change proposal to streamline processes and remove any redundancies,
B. Build a candidate pool focusing on candidates with experience in corporate sustainability.
C. Analyze the effects of the change initiative on employees and departments.
D. Implement changes within the HR team before they are rolled out to the rest of thecompany.

Answer: D

Explanation:
The CHRO displays the consultation competency by showing awareness how the HR team can best contribute to the successful implementation of the proposed changes. One responsibility of the HR department in managing change is to keep a pulse on the workforce and analyze the effects that the changes have on employees and departments. This allows the HR department to identify if there are additional training needs and to determine if there is effective communication to and from employees.

NEW QUESTION # 142
When presented with a harassment complaint from an employee, which statement should human resources avoid saying to the victim?

A. "The information you,re giving me today is completely confidential"
B. ,We do not tolerate retaliation."
C. "Thank you for bringing this to our attention: however, this does not sound like harassingbehavior."
D. "Please keep any investigation details confidential."

Answer: A

Explanation:
Human resources should never guarantee confidentiality to complainants. In the case of an investigation, details of the complaint will likely need to be shared with the accused and/or witnesses.

NEW QUESTION # 143
What is the most important action to take before initiating recruitment efforts to fill an open position?

A. Build a candidate pipeline.
B. Determine where the position will be advertised.
C. Define the skills needed for the position.
D. Determine the appropriate compensation level for the position.

Answer: B

Explanation:
The most important first step before beginning a recruitment process is defining the needed skills an incumbent should have to be successful in the role. Once this list is established, that will help define compensation, optimal advertising sources, and finally, qualified candidates.

NEW QUESTION # 144
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